Evaluating training and development in UK universities: staff perceptions

Purpose - As part of an HEFCE LGM funded project, this paper analyses individual experiences of learning evaluation in UK Higher Education Institutions (HEIs) and identifies areas for improvement. Design/methodology/approach - Eight focus groups were carried out in two Universities with staff in similar roles. After transcription, the data was analysed using template analysis to identify and compare key themes from across both universities. Findings - The context of UK HE is clearly important, due to the diverse job roles and on-going sectoral changes. Three key themes emerged; firstly a lack of clarity from the learners on learning evaluation. The second key theme centres on the format, method and timing of capturing evaluation data and the perception that a ‘one size fits all’ approach is not appropriate. The third finding suggests that line managers do not currently fulfil their critical roles in the process. Research limitations/implications - Small number of research participants and a focus on two Universities. In addition, participants were relying on their memories of past evaluation experiences. Practical implications - Ensuring learners understand reasons for evaluating their learning is important. HEIs should utilise a more diverse range of tools at the design stage to collect evaluation data. All stakeholder roles need to be clarified, and line managers require additional support. Originality/value - Firstly we address a gap in the existing sector-specific literature identified by Burgoyne et al (2009) who contend that there is a lack of research in this area. Secondly we contribute to the development of research in the journal by analysing evaluation from the perspective of the participants and thirdly we offer recommendations for practice

Industrialisation: Import Substitution to Export Promotion

Import-substitution policy creates biases in the incentive structure and lowers the growth of potential exports in the long run. Trade reforms in this respect are likely to reduce the gap between domestic and border prices. The expectation is to bring better industrial performance on the lines of comparative advantages. This paper examines the import-substitution policy and the effect and impact of trade liberalisation.import substitution, exports, industrialisation, export promotion

Expanding the interaction equivalency theorem

Although interaction is recognised as a key element for learning, its incorporation in online courses can be challenging. The interaction equivalency theorem provides guidelines: Meaningful learning can be supported as long as one of three types of interactions (learner-content, learner-teacher and learner-learner) is present at a high level. This study sought to apply this theorem to the corporate sector, and to expand it to include other indicators of course effectiveness: satisfaction, knowledge transfer, business results and return on expectations. A large Mexican organisation participated in this research, with 146 learners, 30 teachers and 3 academic assistants. Three versions of an online course were designed, each emphasising a different type of interaction. Data were collected through surveys, exams, observations, activity logs, think aloud protocols and sales records. All course versions yielded high levels of effectiveness, in terms of satisfaction, learning and return on expectations. Yet, course design did not dictate the types of interactions in which students engaged within the courses. Findings suggest that the interaction equivalency theorem can be reformulated as follows: In corporate settings, an online course can be effective in terms of satisfaction, learning, knowledge transfer, business results and return on expectations, as long as (a) at least one of three types of interaction (learner-content, learner-teacher or learner-learner) features prominently in the design of the course, and (b) course delivery is consistent with the chosen type of interaction. Focusing on only one type of interaction carries a high risk of confusion, disengagement or missed learning opportunities, which can be managed by incorporating other forms of interactions

Curriculum renewal for interprofessional education in health

In this preface we comment on four matters that we think bode well for the future of interprofessional education in Australia. First, there is a growing articulation, nationally and globally, as to the importance of interprofessional education and its contribution to the development of interprofessional and collaborative health practices. These practices are increasingly recognised as central to delivering effective, efficient, safe and sustainable health services. Second, there is a rapidly growing interest and institutional engagement with interprofessional education as part of pre-registration health professional education. This has changed substantially in recent years. Whilst beyond the scope of our current studies, the need for similar developments in continuing professional development (CPD) for health professionals was a consistent topic in our stakeholder consultations. Third, we observe what might be termed a threshold effect occurring in the area of interprofessional education. Projects that address matters relating to IPE are now far more numerous, visible and discussed in terms of their aggregate outcomes. The impact of this momentum is visible across the higher education sector. Finally, we believe that effective collaboration is a critical mediating process through which the rich resources of disciplinary knowledge and capability are joined to add value to existing health service provision. We trust the conceptual and practical contributions and resources presented and discussed in this report contribute to these developments.Office of Learning and Teaching Australi

Determination of Training Material and Organisational Culture Impact in Vocational Training Effectiveness in Bahrain

The focus of this study is on vocational training programs effectiveness related antecedents at the public sector in Bahrain. The study employed the Kirkpatrick model as the framework of the research and evaluated the vocational training effectiveness as the dependent variable. The study explores the relationship that exists between the independent variables, training material, and organizational culture together with the training effectiveness. For data collection, a survey instrument was developed from 46 items distributed to the Bahraini public sector employees to test the two hypotheses. One hundred and twenty-eight (128 questionnaires were the usable obtained total. The quantitative method is the applied design analyzed by the SPSS statistic software package. The findings indicate a positive and significant relationship from both factors at Kirkpatrick's level of interest (result) and the training effectiveness. Also, unpredictably this study conquers a challenging and interesting area in the training setting for researchers in examining and optimizing the modality of training programmes. The study principally adds to the limited literature concerning vocational training effectiveness and training antecedents in the public sector. Effective training demands the organizations' administration and specialists to optimize the antecedents of training to achieve the organization's/training's objectives. Comprehending the consequence of these specific variables will assist the establishment to increase the training benefits and accordingly the human resources performance. Thus, these variables' importance should not be underestimated. The administration is supposed as well to take responsibility in promoting effective variables and drawing up an effective view

Industrialisation: Import Substitution to Export Promotion

Import-substitution policy creates biases in the incentive structure and lowers the growth of potential exports in the long run. Trade reforms in this respect are likely to reduce the gap between domestic and border prices. The expectation is to bring better industrial performance on the lines of comparative advantages. This paper examines the import-substitution policy and the effect and impact of trade liberalisation

Public sector reforms, privatisation and regimes of control in a Chinese enterprise

The Chinese economic reform has recently become a major focus of attention around the world. The underlying rationale for the Chinese government's privatisation and public sector reforms is the view that reformed state enterprises and privately managed firms will demonstrate superior management control and better performance, and hence encourage economic growth and employment. There are very few intensive case studies published in English journals studying whether firms privatised in China have reversed previous losses and introduced better management controls, leading to increased investment, productivity, and overall organizational effectiveness and efficiency. The researchers do not seek to deny the control problems of Chinese SOEs, but question the consequences of the new controls installed during the post-privatisation period. The paper also reveals a declining tendency in employment; altered distributions of wealth ? especially to the state ? and labour, and a lack of improvements in the accountability of privatised companies. Overall, the paper argues, the aims of reform policies in China, including better control, increased profitability and an improved working life for Chinese people, have not materialized. The paper calls for more research on the above issues in the Chinese context

Leveraging Technology to Increase Access to Training for Registered Nurses Working Remotely in the Community and Home Health Care Sector

Registered Nurses (RNs) are expected to ensure their professional knowledge and skills are up-to-date in order to be competent and remain in good standing with their licensing body. This Organizational Improvement Plan (OIP) focuses on promoting staff competency by addressing the problem of limited access to training for RNs who work remotely at the Community and Home Care Company (CHCC). A review of the literature suggests that staff training is essential, and there are many benefits to improving staff training, which include increased productivity, efficiency, and enhanced employee knowledge and skills. With an increase in remote employment, an increasing number of organizations, including CHCC, are embracing and adopting more innovative non-traditional approaches to train their employees. The lens through which the OIP is viewed is systems theory, which describes a system as a collection of parts that interact with each other in order to function as a single unit. This OIP is viewed under the theoretic lens of systems theory with the incorporation of two complementary leadership theories, transformational leadership and supportive leadership. Kotter’s (1996) Eight-Stage Model of Organizational Change is used as a framework for the required systems change in this OIP. Three possible solutions were identified, with the ideal option being to offer staff a choice between participation in online or in-person training. This solution includes a change implementation plan that focuses on helping staff become more competent by increasing access to training through the leveraging of technology. The approach to change and change implementation draws on tenets of Kotter’s Eight-Stage Model for leading change, and roots the leadership approach in transformational leadership and supportive leadership approaches. The OIP articulates specific approaches that will help express the need for change, create and implement the change plan, and monitor and evaluate the success of the change plan

Strategic human resource development (SHRD) maturity at the time of the economic crisis: a case study in Greek banking organisations through a multi-constituent research approach

Purpose: This paper examines SHRD's maturity within the context of the economic crisis, and through the respective lens of different key HRD stakeholders. It aims to critically address existing SHRD models' limitations (e.g. assessed within "static" business environments, lack of employees' "line of sight", performative or humanitarian focus etc.) so as to explore and advance our understanding on how SHRD is perceived and applied within diverse institutions through a multi-constituent research perspective. Additionally, it assesses and evaluates the key characteristics which constitute the criteria of a SHRD mature organisation within two Greek banks at the time of the economic crisis. Design/Methodology/Approach: The study draws upon qualitative research data from two case study banking organisations in Greece (two largest private-owned banking corporations), by reporting on 76 semi-structured interviews with key stakeholders (HR staff, Bank Managers, Employees). A pre and post-crisis assessment was followed, supplemented by document analysis. Lastly, SHRD's maturity, within the targeted organisations, was evaluated through the employment of a modified SHRD model, with its respective strategic characteristics. Findings: Research evidence highlights the complexity attached with stakeholders' perception of SHRD, and the level of its maturity (pre and post-crisis) respectively. Precisely, SHRD maturity is presented mixed for both time periods, with most strategic characteristics to be partially employed by both organisations either before or after the crisis. However, an interesting point was highlighted with both organisations' HRD practices to be presented agile enough in regard to the ongoing business uncertainty. Yet, having assessed all strategic characteristics, for both organisations and for both time periods, research data outlines SHRD's setback within both organisations. Originality/Value: This paper provides both theoretical and practical considerations over the maturity of SHRD during recessionary times. Its value initially derives from its critical mindset, thus extending existing SHRD theory and models through its multi-constituent research perspective, and by seeing SHRD as a discursive action (moving away from a performative and/or humanitarian focus). Alike, it enhances existing knowledge on SHRD maturity both within a different industrial and cultural context, while it also adds to SHRD theory and practice by testing a modified SHRD model under the circumstances of an economic crisis